Diagnose
We work with our clients to make their current systems visible. Using system and role mapping we make the implicit individual and collective assumptions and organisation patterns ‘object’.
Design
We apply systemic thinking to help our clients design new business operating models and organisational systems. Instead of developing organisational structures and charts we focus on roles, boundaries and relatedness between the parts for coherence and collaboration.
Disrupt
We facilitate interventions which enable role and assumption reframing and change the pattern of relating to enable new ways of working and performance.
Develop
We help our clients embed these new ways of working and build adaptive capacity into their culture and organisation.
Coaching, Consulting and Development
Individual Role Coaching (IRC™)
A series of six coaching sessions to help leaders be most effective in their organisation context. The IRC™ helps leaders observe the systems they are in, and the roles they are taking up in those systems, to reframe and reset these roles and therefore change the system for maximum impact.
Immunity to Change (ITC™) Coaching
The ITC™ coaching program consists of 10 x 2 weekly individual sessions to help leaders make progress on their improvement goals. This ground-breaking methodology allows leaders to uncover and reframe their assumptions which may be getting in their way of change, creating space for transformative results
Joan Lurie is an accredited Minds at Work ITC™ facilitator and coach having completed both of the Harvard programs.
Individual Role Analysis (IRA™)
A session where individual leaders with a key business challenge have the opportunity to receive a consultation from a group of 8 or more peers exploring how they are taking up their role in the system to address the challenge. This is a 90min session, run either independently or as part of a broader program. ‘Peer Consultants’ learn as much about what is going on in their system as the presenter so the whole system has the opportunity to reframe or reset how things work to achieve a different result.
Adaptive Change Coaching for Leaders
More and more today, leaders are having to lead adaptive and systemic changes in their organisations. Joan designs programs to partner with leaders to help them take up this role.
The Organisation System Diagnostic™
Orgonomix conducts a series of individual and group system mapping sessions to understand how leaders are viewing the system and their roles to understand how the system is currently operating. This can be done at team, subsystem (divisional) or whole system level.
Once the system mapping is completed, a ‘report’ is provided outlining current operating models, systemic patterns and ways of working and identifying opportunities for redesign and resetting how the system works.
Group Strategy and Action Plan (GSAP™)
This is a 2.5 day program bringing an extended leadership team (usually top 3 levels) together to implement new operating models, organisation systems and ways of working in order to execute strategy and lift performance.
Using a strategically designed and very structured process new organisational boundaries are established, roles are reset and new ‘rules of engagement’ between different roles and subsystems are developed.
Change happens at the program rather than planning for change, which is what typically occurs at other sessions.
The program begins with an individual system mapping session for each participant and has different follow up and embedding options post the workshop.
System Learning Labs™
Learning Labs are half to full day sessions where cross functional teams come together to work on a business challenge or opportunity from a systemic perspective. The teams begin by diagnosing how they are working together in relation to the business goal, and identify opportunities for resetting how people take up their roles and work together to drive collaboration and achieve the result they are looking for.
System Growth Edge™ Sessions
The extended leadership team come together at regular intervals, to observe how the different part of the organisation are working together, explore where their improvements or ‘growth edges’ are and align how they will change their roles or work differently together to achieve their ‘growth edge’. These sessions are usually run every 8 weeks post a GSAP™ workshop to continue to reset and embed new operating models and ways of relating between the parts of the organisation.
